Practise clear, respectful recruitment conversations.
Ready-made courses for both sides of the desk: taking a brief, holding a fee, screening fairly and delivering the news nobody wants. Practise with an AI client or candidate first.
A placement, call by call.
The calls a consultant makes between winning a vacancy and filling it, each with its own course.
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Client call
Win the vacancy
Open with a genuine reason, ask about hiring plans and respect a preferred supplier list.
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Client call
Take the brief
Turn 'someone like Dave' into pay, hours, duties and essentials, and decline criteria that aren't about the job.
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Client call
Agree the terms
Explain fees and rebates accurately, and refer anything beyond your discretion to a director.
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Candidate call
Make first contact
Say who you are, where their details came from and what the role is, from the facts you have.
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Candidate call
Screen
Cover what matters for the role and ask consent before putting anyone forward.
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Candidate call
Prepare for interview
Brief the who, when and format, and say 'I'll find out' instead of guessing.
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Candidate call
Relay the offer
Pass on the offer and its conditions accurately, and support a counter-offer decision without pressure.
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Candidate call
Deliver the decision
Give the news early and relay feedback exactly as supplied.
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Candidate call
Check references
Confirm consent and purpose, ask only job-relevant questions and never confirm a job search to anyone.
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Client call
Run the temp desk
Offer a shift with every practical fact, and handle a no-show without speculating about the worker.
Four calls where the easy answer is the wrong one.
Each line opens an exercise in the library. Saying yes would be quicker; your consultant practises the better answer.
“I want a young lad, under thirty-five, fit, no health issues.”
Declining the age and health criteria without a lecture, and restating what the job actually requires.
“I know he's registered with you lot — I just want you to confirm it.”
Neither confirming nor denying anything about any individual, with a brief, courteous reason.
“Tell me what they want to hear. And am I the front-runner?”
Briefing the day, format and panel accurately, and declining to rank her or script the answers.
“Before you give me the official line — be honest with me. Was it my age?”
Relaying the feedback as supplied, taking the concern seriously and explaining how she can raise it.
Built for
- Recruitment & staffing agencies
- RPO & in-house talent teams
- Executive search firms
- Contract & temp desks
What a recruitment desk gets from it
Briefs you can fill
Consultants rehearse turning a vague wish into pay, hours, duties and essentials, then reading the brief back before promising a single CV.
Screening that stays on the job
Notice, location, experience, salary and consent to be put forward. The exercises keep clear of age, health and family, even when a candidate raises them.
Fees held with a reason
Practise explaining fees and rebates accurately, moving only within your discretion and only in exchange for something, such as a period of sole agency.
Wording to talk through
Where a course uses AI feedback, charged separately, it gives a manager concrete examples from the transcript. It is for developing consultants, not for screening candidates.
Exercises use fictional roles, rates and terms. They are practice, not legal advice, and they develop your consultants; nothing here assesses or screens candidates.
After every practice call
After each practice call, a call analysis shows your pace, talk share, questions and filler words, with specific tips for next time. It comes at no extra charge.
Interruption practice
Set interruption practice to Off, Low, Moderate or High in each eligible exercise of your own course or workspace copy. Rehearse time pressure, clarification or a respectful ending after refusal. Explore custom interruption practice.
In preparation: live interruption practice is not enabled yet.
Where to start
Every workspace begins with a short business discovery course and a customer support course. They show how practice calls work before your team moves on to the Recruitment courses below.
Starter courses, then your own
Each starter course has three short levels. To rehearse your own policies and wording, describe the call and the AI course builder drafts a course for your team to review; check the facts and escalation steps against your own policies before anyone practises. Course generation uses credit.
Explore business discovery Explore customer supportExplore all 10 Recruitment courses
Client and candidate calls from first contact to offer. Each course has three levels that get harder, with a different AI caller at each one.
First Contact — Approaching Candidates with Permission
3 levelsPractise the first call to a candidate: say who you are and why you're calling, check it's a good time, describe a role only from the facts you have, explain honestly where their details came from, and accept 'not now' or 'don't call again'. Practice only, not legal advice.
- Easy Tomasz — registered candidate keen on warehouse team leader
- Medium Ngozi — passive management accountant busy at work
- Hard Rhys — demanding source of number and requesting erasure
Candidate Screening — Relevant Questions & Safe Limits
3 levelsPractise screening calls that cover what matters (notice, location, experience, salary and consent to be put forward) while staying clear of age, health, family and other personal topics, even when a candidate raises them. Practice only, not legal advice.
- Easy Amara — inbound applicant for customer service role
- Medium Ben — finance assistant volunteering personal circumstances
- Hard Priya — CV mismatch and demanding £10k above band
Taking the Job Brief — Specifics & Objective Criteria
3 levelsPractise taking a job brief from a hiring manager: cover pay, hours, start date, essentials, workplace safety and the interview process, turn vague wishes into specific job requirements, and politely decline criteria that aren't about the job. Practice only, not legal advice.
- Easy Marcus — precision engineering estimator vacancy brief
- Medium Helen — operations manager wanting 'someone like Dave'
- Hard Gareth — site manager with non-job-related age and health criteria
New Client BD — Permission, Relevance & Small Next Steps
3 levelsPractise business-development calls to hiring companies: open with a genuine reason, ask permission, ask about their hiring plans, respect a preferred supplier list, and accept 'no' or 'don't call again' cleanly. Practice only.
- Easy Sophie — software HR manager who downloaded salary guide
- Medium Deborah — HR business partner with a closed PSL
- Hard Nigel — operations director requesting do-not-call removal
Fees and Terms — Negotiating within Policy
3 levelsPractise explaining fees, rebates and payment terms accurately, moving only within your discretion and only in exchange for something, and referring anything bigger to a director without predicting the answer. Fictional terms; practice only, not legal or commercial advice.
- Easy Marcus — SME owner asking how fees and rebates work
- Medium Helen — operations manager requesting fee match to 15%
- Hard Nigel — procurement lead demanding 10% and 90-day payment
Interview Preparation — Honest Briefing & Adjustments
3 levelsPractise interview-preparation calls: brief the who, when and format accurately, ask neutrally whether any adjustments are needed, say 'I don't know, I'll find out' instead of guessing, and keep other candidates confidential. Practice only, not legal advice.
- Easy Chloe — graduate preparing for marketing interview
- Medium Raj — project manager asking for unconfirmed perks and competitor info
- Hard Vanessa — senior operations director demanding ranking and disclosure guidance
Offers and Counter-Offers — Relaying & Decision Support
3 levelsPractise the offer stage: relay an offer and its conditions accurately, pass on salary requests without promising the outcome, and support a candidate weighing a counter-offer using their own reasons, with no pressure. Practice only, not employment-law advice.
- Easy Priya — excited marketing executive accepting offer
- Medium Daniel — software developer seeking £3,000 above offer
- Hard Tom — software developer torn by current employer counter-offer
Rejections and Feedback — Constructive & Respectful Delivery
3 levelsPractise delivering disappointing news well: give the decision early, relay feedback exactly as supplied, be honest when there's little to share, and respond to a concern about unfair treatment without speculating. Practice only, not legal advice.
- Easy Jamie — stock controller rejected after first interview
- Medium Fatima — account manager pushing for missing feedback
- Hard Margaret — senior finance candidate raising age discrimination concern
References and Confidentiality — Fair Verification & Data Boundaries
3 levelsPractise reference and confidentiality calls: confirm consent and purpose, ask only job-relevant questions, leave volunteered health details unrecorded, and never confirm or deny a candidate's job search to anyone. Practice only, not legal advice.
- Easy Dev — retail manager providing factual reference for Amara
- Medium Inbound line manager — demanding to know if Ben is registered
- Hard Sandra — HR manager volunteering off-the-record medical details
The Temp Desk — Availability, Urgent Bookings & No-Shows
3 levelsPractise temp-desk calls: offer a shift with every practical fact, tell a client exactly what's confirmed and what isn't, capture booking details under pressure, and handle a no-show without speculating about the worker. Fictional rates; practice only, not legal or payroll advice.
- Easy Kelly — warehouse operative available for tomorrow morning
- Medium Gary — site manager demanding three labourers for 07:00 pour
- Hard Lorraine — site manager furious over 07:10 worker no-show
Practise both sides of the desk before the phone rings.
Create a workspace, explore the course library and invite your team. Pay only for the practice you use.